How to Manage Introverts in an Extrovert World

As a manager, your team is probably comprised of diverse individuals with different personalities.  No matter your industry, you have the mission of bringing your team together to accomplish specific goals.  Some of your team members may be introverts.  Characteristically, introverts tend to focus on internal feelings rather than external sources of stimulation.

In your quest to get things done, how can you engage your staff members who may be less vocally inclined in comparison to your extroverted ones?

Communication is key

According to Dr. McClain Watson, director of Business Communication Programs and clinical associate professor at the Naveen Jindal School of Management at the University of Texas at Dallas, in order to communicate effectively, you don’t need to be an extrovert.  Dr. Watson states, “Introversion isn’t shyness; it’s a matter of not needing other people around to draw out energy and motivation.”

Also, there is a myth that introverts are not very social.  Jonathan Rauch, contributing editor for The Atlantic and senior fellow at the Brookins Institute contends that introverts are actually good at being social.  He states, “It just takes a lot of work for them.”

Introverts are typically good listeners, diligently focused, observant and self-sufficient.  With these favorable traits, they can make significant contributions to your team.

Here are a few strategies for effectively managing introverts and bringing out their best.

Ask open ended questions

By asking open ended questions, you’ll get introverts to use their natural thought-provoking skills and get them talking.  Sample open-ended questions may include: How exactly will the plan work? What is your plan for follow-up? How will this effectively support our customer/client?

Schedule regular one-on-one meetings

A one-on-one meeting gives introverts a platform to openly communicate about projects, roadblocks, support needed, etc.  They can prepare for the meeting in advance and help you stay informed. The one-on-one meeting strategy should extend to all of your direct reports, not just the introverts. The more you know, the better you can manage the team and avoid potential management pitfalls.

Consider leadership potential

Don’t get wooed by the notion that introverts aren’t good leaders. Some of the most successful introverts in history include Albert Einstein, Bill Gates, Warren Buffet, Mark Zuckerberg, Rosa Parks, J.K. Rowling, Steven Spielberg and Marissa Mayer.

Consider introverts for potential leadership opportunities. Give them the opportunity to use their creativity to lead projects and mentor others. Introverts are generally open to varied opinions and thought processes. They think carefully before they speak. Their great listening skills come into play. These traits can make for powerful leadership.

You will best spend your energy bringing out the best in your introverted team members versus trying to transform them into extroverts.  The truth is you can’t change their natural personalities.  Embrace and maximize their uniqueness for the benefit of your team and organization.

Wilma Brockington-Parker, MS, MBA, SPHR, ACC is CEO and executive/professional coach at My Workplace Coach, LLC. She currently has openings for coaching clients and can be reached at 410-241-1346 or at [email protected].    Website: www.myworkplacecoach.com.